Vice President Human Resources

Position Summary This position serves as a strategic advisor to senior leadership while overseeing employee relations, workforce planning, talent acquisition, leadership development, compensation, benefits, performance management, compliance, and organizational effectiveness. The Vice President of Human Resources will ensure HR programs support business growth, operational performance, employee engagement, and a strong culture of safety, accountability, and integrity. The ideal candidate has significant HR leadership experience within construction, utilities, energy, infrastructure, engineering, industrial services, or another field-based environment with a large hourly and salaried workforce. Key Responsibilities Executive Leadership and HR Strategy Serve as the senior HR advisor to the Division President and executive leadership team. Develop and execute HR strategies aligned with the division's financial, operational, and growth objectives. Provide guidance on organizational structure, workforce capacity, leadership effectiveness, and succession planning. Use workforce data and business metrics to identify trends, risks, and opportunities. Prepare and present HR updates, recommendations, and key performance indicators to senior leadership. Partner with corporate HR and affiliated business units to ensure alignment with enterprise policies and initiatives. Workforce Planning and Talent Acquisition Lead workforce-planning strategies for professional, technical, skilled-trade, field, and leadership positions. Oversee talent-acquisition practices that attract and retain qualified employees in competitive labor markets. Develop recruitment strategies for difficult-to-fill and high-volume positions. Strengthen partnerships with trade schools, universities, professional organizations, workforce agencies, and community groups. Monitor recruitment metrics, including time to fill, quality of hire, turnover, vacancy rates, and hiring costs. Ensure hiring practices are consistent, compliant, and aligned with operational requirements. Leadership Development and Succession Planning Establish leadership-development programs for frontline supervisors, managers, directors, and executives. Lead succession-planning and talent-review processes for critical positions. Identify high-potential employees and create meaningful development and retention plans. Coach executives and senior leaders on performance, communication, employee engagement, and organizational effectiveness. Employee Relations and Culture Establish a consistent employee-relations strategy across all locations and business operations. Advise leadership on sensitive employee matters, including investigations, performance concerns, disciplinary actions, workplace complaints, and terminations. Ensure investigations are timely, objective, well documented, and handled with appropriate confidentiality. Promote a workplace culture based on safety, integrity, inclusion, respect, accountability, and operational excellence. Develop strategies to improve employee engagement, communication, morale, and retention. Monitor workplace trends and recommend proactive solutions to reduce organizational risk. Support leadership during business changes, reorganizations, acquisitions, integrations, and workforce transitions. HR Compliance and Risk Management Ensure compliance with applicable federal, state, and local employment laws and regulations. Oversee compliance involving wage and hour requirements, leave administration, workplace accommodations, equal employment opportunity, affirmative action, and required employment records. Partner with legal counsel, compliance, safety, and operational leadership on employment-related risks. Maintain effective HR policies, procedures, controls, and documentation standards. Support responses to agency inquiries, audits, employee claims, and employment-related litigation. Ensure HR practices are applied consistently while accounting for state-specific requirements and operational differences. Oversee compliance programs for government-contracting obligations when applicable. HR Operations and Technology Lead and develop the division’s HR team, establishing clear responsibilities, service expectations, and performance standards. Ensure HR processes are efficient, scalable, consistent, and responsive to business needs. Oversee accurate employee records, reporting, HR systems, and workforce analytics. Identify opportunities to improve or automate HR processes. Establish and monitor HR metrics related to staffing, turnover, retention, employee relations, compliance, engagement, and leadership development. Manage the division’s HR budget and external HR vendor relationships. Required Qualifications Bachelor’s degree in human resources, business administration, organizational development, or a related field. At least 10-12 years of progressive human resources experience. At least five years of HR leadership experience at the vice president, head-of-HR, or senior director level. Demonstrated experience supporting a large, geographically dispersed workforce. Strong working knowledge of federal and multi-state employment laws and HR compliance requirements. Experience leading employee relations, workforce planning, talent acquisition, compensation, performance management, and leadership development. Experience advising executive leaders on complex organizational and employment matters. Demonstrated ability to connect HR strategy to operational and financial objectives. Ability to travel regularly to field locations and business operations. Preferred Qualifications Master’s degree in human resources, business administration, organizational leadership, or a related field. SPHR, SHRM-SCP, or comparable professional certification. Experience in construction, utilities, energy, infrastructure, engineering, industrial services, telecommunications, or a related industry. Experience supporting skilled-trade, union, nonunion, hourly, salaried, and project-based workforces. Experience with mergers, acquisitions, and organizational integrations. Experience supporting government contractors or organizations subject to affirmative-action requirements. Familiarity with large-enterprise HR systems, workforce analytics, and compensation platforms. Equal Employment Opportunity The company is an equal opportunity employer and makes employment decisions without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information, or any other status protected by applicable law. #J-18808-Ljbffr